| 1. | Reinforce non - power influence and improve leaders ' efficiency
强化非权力影响力提高领导效能 |
| 2. | The study of the effect of schoolmasters ' leading behavior and its influence
中小学校长领导效能的表现及影响因素研究 |
| 3. | 6 . fiedler contingency theory ' s predictive function to leadership effectiveness needs to be further studied
6 、菲德勒权变理论对领导效能的预测功能需进一步探讨。 |
| 4. | However , all the correlation coefficients are not significant qualitative research concerns two cases study in a natural approach , which observes two schoolmasters " present leadership effectiveness
质的研究在自然情境中考察了两位个案校长的领导效能现状。 |
| 5. | Fiedler stresses that the criterion of leadership effectiveness should be objective quantitative group performance but this hypothesis is not practical in actual school situation
5 、菲德勒强调以客观量化的团体绩效作为衡量领导效能的标准。这一设想在现实学校情境中不可行。 |
| 6. | This research adopts two sets of leadership effectiveness scales . scale a measures management situation factors of the firms where leaders hold a post . it shows effectiveness of leadership
本研究采用了两套领导效能量表，量表a示高层领导所在企业的管理情境因素的测量，它直接体现领导者的效能。 |
| 7. | As a result , effectiveness of middle - level and lower management can manifest effectiveness of top management . seventy - six factors are found through studying twelve leadership theories and definitions of leadership effectiveness in 237 relevant literatures . the measurement scales are made up of factor
论文以十几年的企业跟踪资料为基础，通过大量文献探讨与案例分析研究，建构了一个能综合反映变革中领导风格与领导效能间关系的动态模型，并检验各构面间关联程度。 |
| 8. | Thirdly , emotional intelligence of leaders can forecast leadership effectiveness significantly . the dimension of use of emotion facilitate performance ( uoe ) in emotional intelligence can forecast group target reached and job satisfaction . its forecasting force is 13 . 5 % and 15 . 5 % respectively . apprasial and recognition of emotion in others ( oea ) and regulation of emotion in the self ( roe ) can forecast cohesive forces , the ally explanation variability is 21 . 5 % . oea and uoe can explain 21 . 1 % of leadership ability . between them , oea has the better forecast force , the solitude explanation was 15 . 4 %
情绪智力的运用情绪提高绩效维度对领导效能的团体目标达成和工作满意度维度预测力分别为13 . 5 %和15 . 5 % ;评估和认识他人的情绪和情绪的自我调控维度对领导效能的士气凝聚力维度的联合预测力21 . 5 % ;评估和认识他人的情绪和运用情绪提高绩效两个维度对领导效能中的领导能力维度联合解释力为21 . 1 % ,其中评估和认识他人的情绪预测力为15 . 4 % 。 |
| 9. | Successful organizational development and organizational change in china or abroad can be dramatically attributed to effectiveness of leadership . the reforming of chinese firms in the current period must be directed by leadership theories in the microscopic dimension . however due to the difficulty in empirical research on leadership effectiveness measuring , many leadership theory are just narrative
领导行为测评研究中的焦点问题是领导效能，无论国内外企业其组织发展与组织变革的成功都很大程度地依赖领导行为的有效性，我国目前企业改革在微观层面更是需要领导理论的指导，但由于领导效能测度的实证研究有较大的难度，所以有许多领导理论停留在陈述性研究的层面。 |
| 10. | The interactive theoretical model of transformational leadership and organizational change process proposed in this research is of chinese characteristics and proved to be working through empirical research . this research finds a group of composite variables that can be used to measure the effectiveness of change and assess leadership effectiveness . it verifies that there exists contingent matching relation among leadership traits , organizational environment and change strategies
本研究填补了国内该研究领域的空白，提出的改造型领导与组织变革过程互动的理论模型具有中国化特点，经实证研究具有可操作性；找到一组可测量变革成效和评估领导效能的组合变量；验证了领导风格与组织环境、变革策略间存在权变的匹配关系；实证并探讨了领导者个人特质、能力与企业环境的匹配关系。 |
